This case study from Fluent marketing agency demonstrates the two key aspects of your organisation that can influence your decision of whether to hire a talent recruitment specialist.
Hiring strategies for startups will greatly vary from those of established businesses. New business can utilise personal and business networks, whereas larger organisations may rely on HR departments or external recruitment marketing specialists.
According to Laura Entis reporting for Fortune, “identifying the roles you need to create and the people you need to fill them determines what your business can—and will—become.”
Using Fluent, a marketing agency as a case study, Entis reports that upon start up, founders Ryan Schulke and Matt Conlin relied on their personal networks to fill positions. This was an effective strategy in the early phases. However, as the company experienced a large period of growth from 50 to 100 staff, they couldn’t rely on this method alone.
Using personal networks to fill positions can be a great strategy, but it can only get you so far. The two key aspects of your organisation that will determine whether you hire a recruitment specialist include the size and level of development your organisation has reached.
The size of your organisation
Using a recruitment firm to find new candidates enabled Fluent to find qualified hires that they may not have been able to discover on their own.
“It was the right call: after interview dozens of qualified potential hires the company would never have been able to find on its own, Fluent settled on an executive with extensive experience, most recently as the CEO of a financial services company.
“Sometimes you have to [realise] your own limitations take a step back and figure out a different way to solve a problem.”
The level of development your organisation has reached
Is your organisation in its early stages, or more advanced? This can influence the types of resources available to you. Also, perhaps more importantly, if you are growing quickly, hiring a recruitment specialist will drastically benefit you through this period.
Making hiring mistakes or not having a talent pool that is wide enough during a period of growth will results in negative long-term consequences from not having the best people to deliver quality work and contribute to your organisational goals.
Start-ups and smaller companies of less than 50 people may benefit from tapping into networks and traditional recruiting methods in order to save on overhead. Larger companies with more resources can drastically benefit from using recruitment marketing specialist to hire efficiently and effectively.
Extra tips
Entis also recommends in early stages of growth, keep employee roles fluid and empower them to move between roles if needed.
“Fluent’s senior manager of office and culture was originally hired as a desk receptionist. But she displayed a passion and talent for [organising] company events that boosted morale—a task that eventually became her full-time job.”
Consider developing relationships with universities, as graduates make great early hires, particularly in startups, as they are often agile and adaptable.
Have you hired a recruitment specialist to attract better quality candidates to your organisation? Let us know in the comments.
Source
How to hire: the marketing CEO
Laura Entis
Fortune